• I manage and recruit all senior-level positions for the company across 21 offices.• A brief overview of my responsibilities includes training management on recruiting best practices, and meeting with regional leaders to develop and implement strategies that support our client contracts within the Air, Transportation, Water, Wetlands, and Government infrastructures.• I am responsible for the full life cycle including offer letters, background checks, phone screens, and interview scheduling to name a few responsibilities.

At the end of April 2019, WorleyParsons combined with Jacobs Engineering (ECR) division, to create Worley. I handle all recruiting activities for West Virginia, Denver, Baton Rouge, and California markets. I lend my experience as the SME for recruiting our AEC and ECR divisions as a shared services recruitment professional. My recruitment brand supported Mining, Minerals, Hydrology, Water Management, and Transportation markets.

I handled recruitment activities for California, New Mexico, Nevada & Arizona regions. I recruit Program, Project Managers, Regional VPs, Sales leadership, Chemists, Drivers, Foremen, and Engineering positions. I handle a recruitment pipeline of approximately 55-60 requisitions for the Facilities, Technical, Maintenance, Sales, and Industrial Services Divisions with an average fill ratio of 30-35 signed offer letters monthly. I am partly responsible for employee investigations, benefits administration, background checks, job description revisions, and compensation negotiations. My position is remote with some time spent at different facilities.

In this position, I was hired to recruit management personnel. My job was as a hands-on recruiting manager who was responsible for the recruitment of all positions nationwide. I managed full-cycle recruiting of construction workers, engineers, welders, mechanics, shop administrators, Foremen, and Operation Managers, to C-level staff including CM, PMs, and PDs. I worked with management to create job descriptions while developing new ideas for recruiting. I was responsible for maintaining our applicant tracking system. I coordinated new-hire safety training programs. I partnered with our executive team to design recruiting strategies for all joint-venture partnerships with a core focus on recruitment within the national heavy civil, marine, mining, and underground TBM transportation construction of projects with dollar values of $150M - $ 5 billion.

Perform full lifecycle recruiting to include sourcing strategy development for a fortune 500 corporation with several locations: screen, interview, and refer candidates to area managers, and executive management for consideration. I maintained a requisition load of 40. I utilize industry knowledge, social media, and competitive market data to identify passive recruiting opportunities. I manage the recruitment budget to meet staffing needs, as required through the reduction of agency usage and constant passive recruiting measures. I assess the community demographics and create a candidate pipeline that meets the diversity of AAP hiring initiatives. I maintain communication with field leadership and others to perform these tasks. I work through any communication gaps to ensure staffing effectiveness and efficiency. My recruiting strategy focused on recruiting maintenance, industrial, refinery oil/gas upstream, midscream, and downstream markets.

I was hired as the company's first internal recruiter. I was the sole executive recruiter managing field communication, background checks, offer letters, salary negotiations, and resume generation for all companies under private equity: Food Processing Plants, Construction Utilities, Casinos, TV & Radio Stations, Retail, and Real Estate properties.

My responsibilities were the full life cycle of recruitment operations, systems, and programs. Work with senior management to create recruitment best practices and procedures; recruit employees; and develop orientation, training, and incentive programs. Administer cost-effective recruitment programs; Manage internal recruitment promotions and referral function; and operate as support to HR regarding workplace issues.

Perform full life cycle recruitment to include sourcing strategy development for Legal. My job was to screen, interview, and refer candidates to hiring managers, administrators, and managing partners for consideration. Interviewed, sourced, and assessed accounting, legal, and technology candidates. Handled client visits, interview debriefs, and candidate follow-ups. I was responsible for background checks, degree verifications, and fee negotiations. Additionally, responsibility included attendance at ALA events, law firm events, and focused on top 50 law firms with no less than 100 attorneys.